This website uses cookies.

By clicking the "Accept" button or continuing to browse our site, you agree to first-party and session-only cookies being stored on your device to enhance site navigation and analyze site performance and traffic. For more information on our use of cookies, please see our Privacy Policy.

  1. Home
  2. Journals
  3. American Economic Review
  4. May 2011
  5. Compensating Differentials for Sexual Harassment

American Economic Review

ISSN 0002-8282 (Print) | ISSN 1944-7981 (Online)

Compensating Differentials for Sexual Harassment

  • Joni Hersch
American Economic Review
vol. 101, no. 3, May 2011
(pp. 630–34)
Download Full Text PDF
(Complimentary)

Abstract

Workplace sexual harassment is illegal, but many workers report that they have been sexually harassed. Exposure to the risk of sexual harassment may decrease productivity, which would reduce wages. Alternatively, workers may receive a compensating differential for exposure to sexual harassment, which would increase wages. Data on claims of sexual harassment filed with the Equal Employment Opportunity Commission are used to calculate the first measures of sexual harassment risks by industry, age group, and sex. Female workers face far higher sexual harassment risks. On balance, workers receive a compensating wage differential for exposure to the risk of sexual harassment.

Citation

Hersch, Joni. 2011. "Compensating Differentials for Sexual Harassment." American Economic Review 101 (3): 630–34. DOI: 10.1257/aer.101.3.630

JEL Classification

  • J16 Economics of Gender; Non-labor Discrimination
  • J71 Labor Discrimination